Do they need to know what FMLA and ADA are? Yes. Do they need to know how to administer all the details? No. If you spend too much time teaching them about the boring details of disability and leave of absence management you're going to lose your audience.
FMLA Myth #5: You cannot contact an employee about work during their FMLA leave. Reality: You cannot ask an employee to perform work while they are on a leave but you can reach out to ask basic questions.
How do you handle an employee who needs medical leave but doesn’t qualify for FMLA? The employee may just be subject to your attendance policy. If so, it’s important to look at the details of your attendance policy to make sure that it doesn’t conflict with your other leave of absence policies and doesn’t drive the wrong behavior.
How do you handle an employee who needs medical leave but doesn’t qualify for FMLA? One option is to implement a Personal Leave Policy. Here are some things to think about when building and administering a Personal Leave Policy.
How do you handle an employee who needs medical leave but doesn’t qualify for FMLA? One option is to allow the leave as an accommodation under The American’s with Disabilities Act (ADA). But there are some things to think about first. Let’s discuss.